The structured interview: Reducing biases toward job applicants with physical disabilities

Ellyn Brecher, Jennifer Bragger, Eugene Kutcher

Research output: Contribution to journalArticlepeer-review

27 Scopus citations


Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters evaluated disabled candidates more positively than equally qualified non-disabled candidates. Structured interviews reduced this effect. These findings add to the support for the structured interview as a way of increasing fairness in employee selection.

Original languageEnglish
Pages (from-to)155-170
Number of pages16
JournalEmployee Responsibilities and Rights Journal
Issue number3
StatePublished - Sep 2006


  • Disabled
  • Discrimination
  • Employment selection
  • Structured interview


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